Talent management used to be understood as hiring, seeking, attracting human resources to meet the needs of the company in addition to developing policies of working or mainstreaming a special welfare policy for keeping workers.
However, in modern times, talent management is also building the image and brand of the company's working environment. It can be deploying tools, solutions, and campaigns targeted at potential candidates and existing workers.
With the economy is changing day by day, the basic recruiting model has become obsolete and is gradually replaced by talent management. Of course, anything has its reasons and there are some main factors that make the transition to talent management an indispensable trend for the development of the business.
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One of the essential in attracting human resources is the formation of characteristics and outstanding values of enterprises. This is also the point where HR staff often needs to pay attention to when building the Employee Value Proposition policy, or another name is Talent Management Policy.
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In the context of the recruiting landscape where candidates are getting so much more active than ever before, talent management is showing its effectiveness and importance. By leveraging the talent pool, effective talent management can help reduce costs and time hiring; and in many cases, ensure the stable quality of employees. Moreover, each business can build its own Talent Acquisition Division to limit its dependence on the third service.
Please click here to read Part 2 and Part 3 of this series.